Fully leveraging your benefits requires effort beyond merely assembling them. And it’s amazing how what you aren’t doing can undermine the things that you’re doing so well.
Retaining working parents is an important job. And as they say, it takes a village. So we are positively thrilled to announce our new strategic partnership with Life Meets Work, a Talking Talent Company.
Retaining working mothers requires a solid plan. A big shoutout to our client the Estee Lauder Companies for a great one.
What does it take to bring working parents back after leave? A specialist in parent leave transition offers 10 very predictable steps.
One of the first questions a woman at work hears when announcing a baby is, “Are you coming back?” It’s also one of the least helpful. Here’s why.
It’s a fact of the modern workplace that employees will go out on parental leave. It’s also a fact that there will always be a concern about whether or not they will come back. The question is…are companies doing enough to make sure they’re retaining employees after leave?
Businesses need women. So it’s no surprise that some historically male-dominated specialties – law, consulting, and tech among them — are taking definitive steps to reevaluate their approaches to retaining them.
In this competitive talent market, we need women’s contributions. And to get them, we, as employers, coaches, and managers, need to listen to what they want and need.
In this month’s roundup of human resources news, we’re covering everything from the Millennial impact on corporate culture to meeting madness. Take a look!
For the first time ever, women in their 30s are having more babies than women in their twenties. It’s part of a shift that employers shouldn’t ignore.